Perbedaan komitmen organisasi dan kepuasan kerja pegawai outsourcing dan pegawai tetap di PT Bank Mandiri

JONI, Supra Wimbarti, Dr., M.Sc

2009 | Tesis | S2 Magister Manajemen

Penelitian ini bertujuan untuk mengetahui perbedaan komitmen organisasi dan kepuasan kerja antara pegawai outsourcing dan pegawai tetap di PT. Bank Mandiri (Persero) Tbk. Dalam penelitian ini variabel independen adalah status pegawai (pegawai outsourcing dan pegawai tetap), sedangkan variabel dependen adalah komitmen organisasi dan kepuasan kerja. Setelah diketahui perbedaan komitmen organisasi dan kepuasan kerja antara pegawai outsourcing dan pegawai tetap, dilakukan uji regresi untuk mengetahui hubungan antara faktor-faktor kepuasan kerja terhadap komponen komitmen organisasi. Hipotesis yang diajukan yaitu: (1) terdapat perbedaan komitmen organisasi dan kepuasan kerja pada pegawai ousourcing dan pegawai tetap, (2) terdapat hubungan antara faktor-faktor kepuasan kerja dengan komponen komitmen organisasi pada pegawai outsourcing, (3) terdapat hubungan antara faktor-faktor kepuasan kerja dengan komponen komitmen organisasi pada pegawai tetap. Penelitian ini dilakukan terhadap 132 pegawai tetap dan pegawai outsourcing di Consumer Loans Group PT. Bank Mandiri (Persero) Tbk Jakarta. Masing-masing variabel diukur dengan kuisioner yang berbeda. Kuisioner komponen komitmen organisasi mengacu pada kuesioner yang dikembangkan oleh Allen dan Meyer (1990), kuesioner variabel kepuasan kerja menggunakan job satisfaction survey yang dikembangkan oleh Spector (1997).Metode dalam melakukan analisis data menggunakan analisis varians (ANOVA) untuk menguji perbedaan komitmen organisasi dan kepuasan kerja dan untuk menguji hubungan antara faktor-faktor kepuasan kerja terhadap komponen komitmen organisasi menggunakan analisis regresi berganda. Hasil penelitian menunjukkan bahwa: (1) terdapat perbedaan komitmen organisasi dan kepuasan kerja pada pegawai outsourcing dan pegawai tetap, dimana komitmen organisasi dan kepuasan kerja pegawai outsourcing lebih rendah jika dibandingkan dengan komitmen organisasi dan kepuasan kerja pegawaitetap, (2) terdapat hubungan antara faktor-faktor kepuasan kerja dengan komponen komitmen organisasi pada pegawai outsourcing dan pegawai tetap, dimana hubungan antara faktor-faktor kepuasan kerja terhadap komponen komitmen organisasi pada pegawai tetap lebih tinggi jika dibandingkan dengan pegawai outsourcing.

The purpose of this study is to measure the difference of organizational commitment and job satisfaction between outsourcing employee and permanent employee. The independent variables of this research is employment status (outsourcing employee and permanent employee), meanwhile the dependent variable are organizational commitment and job satisfaction. The hypotheses of this research are: (1) there are difference of organizational commitment and job satisfaction between outsourcing employee and permanent employee, (2) there is relationships between job satisfaction factors and outsourcing employee’s organizational commitment, and (3) there is relationships between job satisfaction factors and permanent employee’s organizational commitment.This research surveyed 132 outsourcing and permanent employees at Consumer Loans Group PT. Bank Mandiri (Persero) Tbk, Jakarta. Each variable was measured by different instrument. Organizational commitment was measured by Allen and Meyer organizational commitment Scale (1990) and job satisfaction survey questionnaire developed by Spector (1997).analysis of varians was used to analyze the difference of organizational commitment and job satisfaction between outsourcing employee and permanent employee, and to analyze the relationships between job satisfaction factors and organizational commitment outsourcing employee and permanent employee using multiple regression analysis. The result showed that (1) there is significant difference organizational commitment and job satisfaction between outsourcing employee and permanent employee, outsourcing employee have less organizational commitment and job satisfaction than permanent employee (2) there is elationships between job satisfaction factors both permanent and outsourcing employee’s organizational commitment, where relationships between job satisfaction factors and outsourcing employee’s organizational commitment less than the relationships between job satisfaction factors and permanent employee organizational commmitment

Kata Kunci : Komitmen organisasi,Kepuasan kerja, Pegawai outsourcing, Pegawai tetap, Organizational commitment, job satisfaction, outsourcing employee, permanent employee.